Web Stories

Tilghman implements changes to support diversity efforts

Posted May 16, 2006; 02:09 p.m.

by Ruth Stevens

In response to recommendations by the University's Diversity Working Group,
President Shirley M. Tilghman has implemented a number of changes
intended to make Princeton a more diverse and welcoming workplace for
people of all backgrounds.

"One of the working group's key recommendations was that Princeton
should increase its administrative capacity and leadership in areas
related to staff diversity," she said in an e-mail message to faculty
and staff. "Provost [Christopher] Eisgruber and I agree with this
recommendation, and we are accordingly providing new resources that we
expect will improve communication and outreach regarding
diversity-related issues and will increase Princeton's ability to
recruit, hire and retain a more diverse staff."

The changes involve:

Promoting Terri Harris Reed, associate provost for institutional
equity, to the position of vice provost for institutional equity and
diversity, effective immediately.

Creating two new positions -- one in the Office of the Provost
and one in the Office of Human Resources -- to create the additional
administrative capacity to support Princeton's diversity-related
initiatives.

Providing the Diversity Working Group with resources to audit
Princeton policies and practices that enhance or inhibit the
University's diversity-related goals.

The Diversity Working Group was formed by Tilghman in fall 2004 to
identify strategies and potential barriers that affect the recruitment,
hiring, retention and promotion of a diverse work force at Princeton.
The group, which has focused its efforts on people of color among
non-faculty employees at all levels, issued an interim report
last fall that described several initial steps the University could
take to increase the diversity of its staff. The report also
recommended efforts to ensure a long-term commitment to supporting a
staff that reflects a broad range of talents and perspectives.

In her e-mail, Tilghman noted that several of the recommendations in
the group's interim report were implemented immediately. For example,
the University's new diversity Web site is up and running, providing information to help facilitate diversity-related initiatives on campus.

The University also has launched an expanded mortgage program
for low- to moderate-income employees that has generated an
enthusiastic response. In addition, the Office of Human Resources,
under the leadership of Vice President Lianne Sullivan-Crowley, has
developed a broad range of new training programs intended to ensure that employees from all backgrounds have an opportunity to flourish at Princeton.

Tilghman said the interim report has "catalyzed ongoing discussions
around campus," including serving as a focus for meetings of the
president's cabinet, the Administrative and Academic Managers Group and
the Council of the Princeton University Community. These new
changes are the result of the working group's recommendations and
positive feedback on its proposals from across the University.

"The Diversity Working Group's interim report noted that the associate
provost for institutional equity has provided leadership that is
critical to the visibility and vigor of the University's efforts
regarding diversity," Tilghman wrote in the e-mail. "Vice Provost
Reed's new position will underscore the significance of diversity in
her portfolio and will recognize the expanded leadership
responsibilities that she will carry in the future."

Reed has been a member of the provost's staff since September 2004. She
previously served for a year and a half as assistant dean for graduate
education in the Woodrow Wilson School of Public and International
Affairs. She also has 20 years of administrative experience at the
University of Maryland, the University of Chicago and Oberlin and
Calvin colleges.

In her current role, Reed functions as Princeton's affirmative action
officer. She works with the offices of the dean of the faculty and
human resources to develop and improve programs to increase Princeton's
ability to attract, hire and retain a diverse work force and works with
several other offices to advance Princeton's vision of inclusiveness
for all of its members. She also serves as liaison to the University
ombuds office.

In her expanded role, Reed will supervise the director of equal
opportunity programs and services, the new position in the Office of
the Provost. This person will have primary responsibility for ensuring
compliance with nondiscrimination laws and will play a central role in
the development of programs and services that support the University's
commitment to equity, diversity and community in a context of academic
excellence. As part of her responsibilities to oversee efforts designed
to make Princeton accessible to and inclusive of all persons, Reed also
will supervise the newly created Office of Disability Services.

"Terri has provided essential leadership in our efforts to provide a
work environment where employees of all backgrounds can thrive," said
Mark Burstein, executive vice president, who co-chairs the Diversity
Working Group with Janet Dickerson, vice president for campus life.
"Her promotion will not only increase the authority invested in this
effort, but will also locate the University's diversity initiatives
within the context of other important initiatives such as disability
services."

The added position in the Office of Human Resources will help to improve
the University's capacity to retain and recruit individuals from
minority backgrounds by expanding and enhancing relationships with
community partners and with minority-serving agencies and professional
organizations. It will report to the vice president for human resources.

The Diversity Working Group is in the final stages of selecting a
consulting firm to conduct a systematic assessment of the cultural
norms that support and drive behaviors impacting diversity goals as
well as of staff perceptions about their experiences at Princeton. The
goals of the audit are: to improve employment policies and practices,
so that individuals from all racial and ethnic backgrounds have an
equal chance of participating and thriving in the University's work
environment; and to create a work environment that manages the
challenges and takes full advantage of a work force of individuals with
differing perspectives and talents.

The Diversity Working Group also is continuing its other work and
expects to submit a final report to Tilghman by the end of the summer.
The group encompasses 20 staff members and administrators from a range
of departments, levels and backgrounds.